The Duality of Leadership: Holding the Line for Humanizing Workplaces
Leadership in America is standing at a crossroads. On the one hand, we’ve witnessed the rise of leaders embracing a vision for equitable, human-centered workplaces where dignity, racial equity, belonging, and respect are prioritized and valued. These leaders understand that creating environments where people can thrive isn’t just good for business; it’s essential for building a workplace that honors us as human beings and not human doings. On the other hand, there’s a troubling resurgence of leadership practices that revert to outdated hierarchies and fear-based decision-making, threatening to undo the progress we’ve made toward creating humanizing workplaces.
As the world around us continues to swirl in the aftermath of the 2024 Elections, this duality has become more evident. For many leaders, the political climate acts as both a reflection and a driver of their organizational choices. While some leaders are doubling down on equity and humanity, others are falling into what I call the “snap back” toward traditional, control-heavy practices that erode trust and morale. The question is: where do we go from here? To navigate this tension, leaders must recognize that choosing to center humanity in the workplace is not just an act of resistance, it is a moral and strategic imperative.
Let’s explore the duality of leadership unfolding today, the stakes at play, and how leaders can hold the line to create workplaces that embody belonging, equity, dignity, and humanity.
A Tale of Two Leaders
The duality in leadership today isn’t new, but it is becoming increasingly stark and as polarized as our country. Let’s examine two styles:
The Humanizing Leader
These leaders embrace practices that uplift their teams and center their humanity. They practice and embed ways of being that allow them to continue to move in humanizing ways because they have invested time and resources to create a culture that centers:
Equity: Committing to dismantling systemic inequities in their organizations and creating pathways for all employees to succeed.
Transparency: Building trust through open communication and shared decision-making.
Well-being: Designing workplaces prioritizing mental health, balance, and flexibility.
Collective Impact: Viewing their leadership as a tool for societal change, not just organizational success.
Humanizing leaders see their role as stewards of the humans who they lead and not solely caring for the profits and “bottom line”. They understand that leadership is relational, not transactional. We have seen many folks lean in hard to this model after the murder of George Floyd. This movement has permitted and embraced leaders who lead in a humanizing way. I witnessed many leaders learning quickly how to navigate this space in real-time, breaking with old mental models of what leadership is and reimagining what they would like it to be. It was a beautiful moment and liberating to witness it the transformation in action.
The “Snapback” Leader
These leaders may have leaned into testing and adopting some humanizing ways during the pandemic, for example. But because they have not adequately built muscle to withstand uncertain times, they revert to traditional, top-down practices, often driven by fear or a desire to maintain control in uncertain times. These practices make them feel comfortable and in control. Their approach may include:
These leaders may have experimented with or leaned into more humanizing practices during the pandemic, for example. However, because they have not adequately built the resilience or “muscle” to navigate uncertainty, they often revert to traditional top-down approaches. These approaches are usually driven by fear or by a desire to maintain control in uncertain times. While such practices provide the leader with a sense of comfort and authority, the humans in the organization suffer. Their approach may include:
Rigid Hierarchies: Reinforcing strict chains of command and decision-making authority.
Scarcity Mindset: Operating as though resources, such as financial, human, or otherwise, are always in short supply, leading to cuts, layoffs, and micromanagement, and acting in scarcity.
Short-Term Gains: Focusing on immediate results at the expense of long-term growth and employee trust.
Resistance to Change: Pushing back against diversity, equity, and inclusion efforts, often citing political or cultural fatigue.
Snapback leaders are often reactionary, driven by the fear of losing power or resources in a rapidly changing environment. Leaders who have yet to practice alternate ways to navigate leadership, when stressful situations arise, snap back into old ways or what is familiar.
What’s at Stake?
The stakes couldn’t be higher. Leadership choices in the workplace don’t just affect employees, they ripple out into communities, economies, and the broader societal fabric. When leaders snap back to oppressive practices, the consequences are significant:
Erosion of Trust: Employees lose faith in their leaders and organizations, leading to disengagement and attrition.
Burnout and Turnover: Workplaces that deprioritize humanity see higher levels of burnout, exacerbating staffing challenges.
Inequities Persist: Without a commitment to equity, the systemic barriers many employees face will remain unchallenged.
Loss of Innovation: Fear-based cultures stifle creativity, collaboration, and growth.
But if and when leaders can simply hold the line and continue to center humanity, the outcomes are transformative:
Increased Team Engagement: Employees who feel valued and respected are more engaged and productive.
Sustainable Growth: Organizations that prioritize equity and well-being build long-term resilience. This encourages innovation and generative thinking.
Cultural Shifts: By modeling humanizing practices, leaders influence their teams, industries, and communities. By giving them the silent permission to follow their lead. They also attract talented humans who are attracted to an environment.
The Call to Action: Hold Steady
In the coming months and years, there will be a level of uncertainty about the political and general environment in our country. Leadership isn’t just about guiding organizations, it’s about shaping the world we live in. In this moment of duality, leaders have a choice: to give in to fear and their need for control or to stand firm in their commitment to humanity and equity, while relinquishing or rejecting traditional leadership models based on oppression and repetitive outcomes.
We cannot “snap back” to old ways of being. At the very least, ya’ll, let’s commit to holding the line. This requires courage, clarity, and conviction. It means resisting the temptation to retreat into familiar but harmful patterns and instead forging a path that prioritizes people over profits, equity over comfort, and long-term transformation over short-term gain.
As leaders, centering humanity is not just our responsibility; it is our legacy. Let us rise to the challenge and create workplaces that reflect what leadership can be at its best. Together, we can hold the line and build a future where equity and humanity are at the heart of every decision.
Tools to Help You Move
What Kind of Leader Do You Desire to Be? Want to get clear on what kind of leader you are? Leadership isn’t one-size-fits-all. It’s personal, rooted in your values, lived experiences, and vision for impact. This short quiz will help you reflect on the kind of leader you’re becoming and want to become.
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Beca
Leadership Strategist + Coach|BVP Consulting, LLC